Diversity, equity and inclusion (DEI) training is a crucial component of fostering a workplace culture that values and respects differences. However, the effectiveness of such training often hinges on how well it is reinforced and supplemented to encourage continuous learning growth.
In this article, we will explore eight actionable strategies to make DEI education an ongoing and integral part of your organization’s learning culture.
8 Strategies for DEI Training Reinforcement and Business Integration
1. Integrate DEI education into the organizational calendar.
To signal the importance of DEI, integrate it into your organization’s training calendar. This communicates your commitment to inclusivity and also ensures that DEI is not treated as a standalone initiative, but rather as an integral part of organization-wide professional development. Incorporate a variety of topics to underscore the holistic approach towards employee development. Topics include, but are not limited to, inclusive language, unconscious bias, generational diversity in the workplace, allyship, inclusive leadership, creating psychological safety, how to give and receive feedback, leading with empathy and more.
2. Drive employee engagement through surveys.
Engage employees in the learning process by conducting surveys to identify their specific interests within DEI. Recognizing that diversity is multifaceted, employees can indicate preferences for topics such as racial equity, generational diversity, LGBTQ+ inclusion, disability inclusion and more. This personalized approach tailors the content to their needs and empowers employees to take an active role in their learning journey.
3. Establish the “why.”
Ensure that employees understand the “why” behind continuous DEI learning. Connect the organization’s commitment to DEI with its core values and goals. Clearly articulate how diversity contributes to business outcomes such as increased innovation, creativity, and overall productivity. By establishing a direct link between DEI and organizational success, employees are more likely to perceive DEI training as an investment in their personal and professional growth.
4. Utilize various learning platforms.
Recognize that employees have diverse learning preferences. Provide DEI content through a variety of platforms such as workshops, webinars, eLearning modules, podcasts and articles. This allows employees to access information in a manner that suits their individual needs. An inclusive approach to content delivery reinforces the idea that DEI is for everyone and is accessible to all.
5. Consider microlearning modules.
Break down DEI content into bite-sized, easily digestible modules. Microlearning ensures that employees can absorb information without feeling overwhelmed. It also accommodates busy schedules, allowing individuals to engage with DEI content in short, focused bursts. This approach makes learning more manageable and facilitates better retention of key concepts.
6. Share real-life examples Through storytelling.
Personal narratives that highlight the impact of diversity and inclusion in the workplace can be powerful tools for engagement. By connecting theoretical concepts to practical experiences, employees are more likely to internalize the importance of DEI in their day-to-day work.
7. Ensure leadership commitment and modeling.
Leadership plays a pivotal role in setting the tone for organizational culture. Ensure that leaders actively participate in DEI training and openly communicate their commitment to continuous learning. When employees witness leadership embracing DEI principles, it reinforces the idea that inclusivity is a shared responsibility and an integral part of the organizational ethos.
8. Make time for recognition and celebrations.
Acknowledge and celebrate milestones and achievements related to DEI initiatives. This can include recognizing individuals or teams for their contributions, sharing success stories, and creating a positive feedback loop. Celebrations reinforce the importance and impact of DEI and motivate employees to continue investing in efforts.
Conclusion
Reinforcing and supplementing DEI training is not a one-size-fits-all approach. It requires a thoughtful and multifaceted strategy that considers the diverse needs and preferences of employees. By integrating DEI into the organization’s learning calendar, engaging employees through surveys, establishing the “why,” utilizing various learning platforms, incorporating microlearning modules, storytelling, leadership commitment and celebrating successes, organizations can create an environment where continuous DEI learning becomes a natural and valued aspect of professional development.
This approach not only enhances DEI, but also fosters a workplace culture that thrives on learning, growth and collective success.
